Zi 字媒體

The Leadership Insiders network is an online community where the most thoughtful and influential people in business contribute answers to timely questions about careers and leadership. Today』s answer to the question, 「How do you ask for a raise?」 is written by Cat Lincoln, CEO and founder of Clever.Research shows that men are more likely to be successful in talking themselves into a higher salary than women are. The reluctance of female employees to advocate for themselves is often the difference between climbing the career ladder at a healthy pace and not climbing it at all.I can tell you that in my years of hiring hundreds of employees, 100% of the men I』ve hired have negotiated something—money, time off, and in the case of an unpaid intern, access to food. Yes, even the unpaid intern negotiated his 「salary.」By failing to negotiate salary, promotions, and other advancement opportunities that men commonly and aggressively pursue, we』re not putting our mouths where the money is.Here』s how women should approach negotiating:Don』t be afraid to rock the boatWomen are often perceived as greedy and demanding when trying to negotiate—an attribute rarely ascribed to men. Talking about money is emotional. Add in the general shame around talking about money at all, and there』s a pervasive sense of guilt, whether you make the ask or don』t. But what you must realize is that negotiating about compensation is not only appropriate, but expected. Remove the guilt and find data to justify what you』re asking for.Do your homeworkLevel the "information battleground" and check out Salary.com and Payscale.com to see how people with similar skills, education, and experience fare up, both nationwide and in your city. Women are taught to communicate in non-confrontational ways (not that asking for a raise is confrontational, but it can feel like it), and rarely encouraged to consider their contributions in terms of financial value.Role-play with a trusted colleagueThere』s a myth that women aren』t supportive of other women, but I』ve found the opposite is the case. I was fortunate enough to have three powerful mentors at different stages of my career who put their political capital on the line time and again for my colleagues and me. The good news is that we have an opportunity to engage in self-perpetuating activity: the more women in powerful, high-paying roles, the more women we』ll see in powerful, high-paying roles.Make it factual, not emotionalAt my company, we teach all employees to have the conversation with their supervisors by framing the ask in terms of the value she brings to the organization, reinforcing the concept that her contributions are valuable. We teach her to detail specific milestones that demonstrate that value and make it tangible for her supervisor. These conversations are scary and emotional, and very few of us have ever said the words, 「I』d like to talk to you about my compensation」 out loud. But when you work through the fear, you realize it』s just a factual conversation. It feels a little awkward, but this is for money. It』s worth feeling a little self-conscious to practice and get it right.I am always acutely aware of how vulnerable and scary it can be to take a leap of faith and declare your value. However, I believe it is my responsibility as a leader to be supportive as my female employees take ownership of their achievements and ask for what they』re worth—and then to put my money where my mouth is. It』s my favorite part of my job.領導力內幕網路是美國的一個在線社區，美國商界最睿智和最有影響力的大咖會在這裡及時回答與職業和領導力有關的問題。今天為大家分享的是Clever公司創始人、CEO凱特•林肯在「如何要求加薪？」這一問題下的答案。研究顯示，在要求加薪的時候，男性比女性更容易獲得成功。有些女性之所以能一步一個腳印地爬上職業生涯的階梯，而有些女性始終處於職場金字塔的塔基，這其中的區別就在於她們能否大膽地為自己爭取權益。我可以告訴你，在多年的招聘工作中，我曾經親自招聘過幾百個員工，其中男性員工100%都會跟公司談判，要麼談薪水，要麼談休假。就連沒有薪水的實習生也要談免費工作餐的事情。是的，就連沒有薪水的實習生也要變相地談他的「薪水 」。男人總是會大膽地追逐加薪、升職等職業發展機會，而女性在面對涉及自身的經濟利益時，卻總是羞於開口。那麼，女性應該如何與公司進行談判呢？別害怕「無事生非」女性員工只要一開口談判，就容易讓人產生貪婪和苛求的印象，然而這些形容詞很少會用在男人身上。很多人覺得談錢傷感情，還有很多人一談錢就覺得不好意思，不管開沒開口，自己先背負上一層內疚感。但是你必須意識到，談薪水不僅沒有什麼好愧疚的，而且公司也期待你這樣做。所以你要打消自己的內疚感，準備好充分的數據證明加薪的合理性。做好功課在提出加薪要求前，你要充分利用「信息戰場」，為自己的談判增添籌碼。比如你可以在Salary.com和Palscale.com等相關網站上看看具備相似技能、教育背景和工作經驗的人才值多少錢，同時既要看看全國的水平，也要看看你所在城市的水平。我們的社會總是教育女性不要採取對抗性的溝通方式（並不是說要求加薪這種行為本身是一種對抗，但它很容易給人產生對抗的感覺），也很少鼓勵女性從經濟價值方面考慮自己的貢獻。跟一名信任的同事進行「角色扮演」有人說，女人很少會真心支持其他女人，但我發現事實恰恰相反。在我職業生涯的不同階段，我幸運地遇到了三位很有實力的人生導師，她們不止一次利用她們的政治資本提攜了我和我的同事們。其實職場女性完全可以形成一個良性循環：在高薪實權崗位上的女性越多，未來就會有更多女性進入高薪實權崗位。用事實說話，不要情緒化在我的公司，我們會教員工如何與她們的上級進行對話，尤其會教她們如何向上級表明他們對公司的價值，從而讓公司明白她們的貢獻是有價值的。特別是要教她們通過詳細闡釋一些意義重大的事件來彰顯她們的價值，使上級實實在在地感受到她們的重要性。對於女性員工來說，這種對話往往是比較令人提心弔膽且比較偏情緒化的，很少有女性員工曾經大膽地說過：「我想跟你談談薪水的事。」但只要你克服了這種恐懼，你就會意識到這只是一場就事論事的談話。雖然你可能感覺有些尷尬，但換來的卻是真金白銀。所以即便有些難為情，你也應該好好練習，爭取談判成功。我一向清醒地知道，女性要想邁出理念上的飛越，向公司宣告自己的價值，必須要克服脆弱和恐懼的心理關。同時我也認為，當我的女性員工們辛辛苦苦地取得了一系列成就，並且要求獲得與她們的價值相等的待遇時，作為一名領導，我的職責就是要支持她們，並且要說到做到。而這也正是我最喜歡我的工作的地方。（財富中文網）譯者：朴成奎